HR Learning: 20th Dec, 2021

 1. Effective Training Program Management

A high quality training program starts with a person – a champion. We’ll call this person the program manager. In some organizations this person might be the training and development manager, learning and development specialist, training coordinator, chief learning officer… there are a lot of options here. Regardless of job title, this person is the one who manages training and development.

Program managers are responsible for planning and executing all training initiatives within an organization. An ideal training program manager is inherently curious, open-minded, motivated, and invested in developing employees’ skills to help them reach their potential. They are committed to learning and are constantly working to improve their own skills and competencies.

Additionally, this person is usually tasked with marketing the training program internally, so that employees are aware of development opportunities. Other important skills include problem solving, business acumen, and leadership skills.

2.What To Consider When Implementing HR Technology       

   An applicant tracking system (ATS) is a software that manages recruiting and hiring process, including job postings and job applications. It organizes information about job seekers and makes it searchable. An ATS is also used to cull applicants and recommend the most qualified candidates. The goal is to speed HR's review of job applications and resumes.  Several companies make the talent-sifting software, and one of the biggest providers is Oracle with its Taleo system.   But the implementation of an ATS comes with many challenges. A  recent Wall Street Journal article exposed frailties with ATSs in their article titled, “Companies Need More Workers. Why Do They Reject Millions of Résumés?” The WSJ article brought to light how companies have been misled in acquiring ATS systems and sometimes mistakenly mismanaged the use of the HR technology in an effort to improve their hiring process. The relatively new entry of ATSs (they have mostly been around since the late ‘90s) may not be the answer. A company’s chief human resources officer (CHRO) is under immense pressure to solve the enterprise’s “talent” supply chain issue, with a lack of qualified personnel as the root cause for under-achieving operational and financial performance metrics.  This is a global problem that has spared no industry.

3. How can HR stop the great resignation?             

 The ‘Great Resignation’ might be a newly coined term, but it isn’t a newly created phenomenon. Though in a bigger sphere, the concept is still the same. Resignation letters have started piling up on HRs’ desks now more than ever. While several people will be quick to blame the pandemic, it is noteworthy to realize that the majority of the problems due to which workers are leaving did exist before the 2020 era as well.

They need to figure out what motivates employees to leave and what actions can undo this. Every company differs, so do its employees and their reasons to quit. While we have the leading factors for it, internal surveys and studies to understand them are key to steer away from the Great Resignation.